Workplace Investigations FAQs

Employers should initiate a workplace investigation when an employee reports serious misconduct or a potential policy violation relating to, among other things, discrimination, harassment, retaliation, or conflicts of interest. Acting promptly demonstrates that the company takes concerns seriously and is committed to maintaining a safe and compliant workplace.

Most investigations involve reviewing documents, interviewing witnesses, assessing credibility, and making findings based on a more probable than not standard. Our workplace investigation attorneys coordinate closely with internal teams to define scope, gather the relevant information, and ensure the process is fair and legally sound.

Investigations should be conducted by a qualified independent party with the training and perspective to assess sensitive issues impartially and thoroughly. While internal HR or Legal teams can manage certain matters, external workplace investigation attorneys are often brought in to manage a large volume of investigations or when the complaint involves executives, significant legal risk, or potentially damaging reputational exposure.  This reduces risk, takes the pressure off your internal team, and gives employees the best experience.

When an internal team is overwhelmed by work, it can show in the investigations they conduct - and that creates risk. At Horizon Employment Law, we frequently support HR and Legal teams that are stretched thin. Whether you’re dealing with a surge in complaints or covering for a team member on leave, we provide overflow support that aligns with your internal processes and helps maintain consistency across cases.

Complaints about executives or that involve media risk or potential litigation raise the stakes. In these cases, companies often turn to Horizon Employment Law to help navigate the complexity and preserve trust in the process. Our team has experience handling investigations that involve the C-suite, Boards of Directors, and sensitive media exposure.

Timelines vary based on complexity, but our goal is to work efficiently without cutting corners — so your team can move forward with the information needed to make informed decisions.

We manage every investigation with the utmost discretion and information is shared only on a need-to-know basis. At every stage of the process, we communicate clearly and appropriately.

Our goal is to bring you clarity to what happened. Based on the investigation findings and the reasoning behind our conclusions, the company will decide on next steps and whether further action is necessary.